Strategic HR Business Partner

Metrolinx

5h•Onsite

About The Position

We are seeking a highly strategic, inclusive, and relationship oriented Strategic HR Business Partner to act as a trusted advisor and organizational thought partner to executive and senior leaders, delivering enterprise-focused people strategies that directly enable business performance, workforce sustainability, and organizational effectiveness. Reporting to the Senior Manager, Strategic HR Business Partnerships, this role will deliver at a strategic and operational level, translating business priorities into integrated HR strategies that influence organizational outcomes across a large, complex, and multistakeholder environment. The Strategic HR Business Partner plays a critical role in shaping leadership effectiveness, workforce design, and change initiatives aligned to long term organizational objectives. The ideal candidate brings extensive experience partnering with senior leaders, strong commercial and organizational acumen, and the confidence to challenge thinking, influence decision making, and navigate complexity with credibility and discretion. Success in this role requires the ability to balance strategy with execution while maintaining a clear focus on measurable outcomes and enterprise impact. This role is an in‑office position (5 days per week) based at our downtown Toronto location, and will require occasional travel to work sites within the GTHA. Our HR team is highly collaborative, and much of our work benefits from in‑person co‑creation, relationship‑building, and hands‑on partnership with leaders across the organization. We offer flexibility in start and end times while maintaining core business hours of 9:00 a.m. to 3:00 p.m. for shared availability across HR. This Strategic Human Resources Business Partner (SHRBP) will provide strategic HR advice, expertise, planning, and project and change management to senior leaders (Directors, Vice Presidents and Executive Vice Presidents) delivering enterprise focused HR leadership that enables business performance, workforce sustainability, and organizational effectiveness. The successful candidate will partner with leaders to promote positive union relationships, guide the application of progressive discipline, and support workforce management within the terms of the collective agreement. The SHRBP partners with leaders to translate business strategy into workforce and people strategies, leading the design, implementation, and evaluation of HR solutions aligned to the unique operating context of each function. This role requires strong business acumen, sound judgment, and the ability to influence decision making in complex and evolving environments. Preference will be given to those candidates with labour relations experience and those with experience supporting front line operational leaders.

Requirements

Completion of a university degree or college diploma in a related discipline to Human Resources Management/Business Administration, or equivalent experience;
10-15 years of progressive HR experience with a minimum of 5 years directly supporting senior business leaders in a unionized environment, having developed strong influence, relationship management, and business understanding in a large, unionized, multi-service organization.
Advanced knowledge of organizational design, change management, and project management principles to lead business transformation and restructuring projects.
Exceptional business acumen and ability to translate business strategy into practical and relevant human capital plans and actions
Robust understanding of total rewards, job design and evaluation, budget planning, and employment cost.
Excellent critical thinking skills and capabilities to test hypotheses and draw insights from data to inform talent and engagement strategies and decisions
Ability to partner effectively and deliver in a fast-paced environment and comfortably manage ambiguity
Demonstrated experience coaching and developing senior leaders
Applied expertise across the full range of HR functions (talent acquisition, organizational development and design, total rewards, performance management, and labour relations)
Excellent oral and written communication skills to present & consult effectively and prepare business cases.
Able to influence and collaborate effectively with stakeholders at all levels
Advanced business acumen, able to apply data-based insights to organizational strategic goals and align people management practices accordingly
Equivalent senior-level experience in a non-HR discipline in a major transit or capital construction organization (e.g., operations, finance, organizational change, or people leadership roles) with demonstrated accountability for complex people, workforce, or organizational outcomes, and a clear progression into HR business partnership responsibilities.

Responsibilities

Strategic HR Programs & Initiatives: As a Strategic HR Business Partner, you will support senior divisional leadership to shape and execute integrated people and workforce strategies, including in talent and performance management, strategic workforce planning, succession planning, employee engagement, leadership coaching, and organizational design and transformation.
Employee Engagement & Organizational Effectiveness: Leads a deliberate, data‑informed approach to employee engagement, including the interpretation of engagement insights, facilitation of leader‑driven action planning, and ongoing evaluation to strengthen accountability, culture, and employee experience.
Data Analytics & Fluency: Utilizing the full range of HR metrics, to diagnose workforce and organizational risks, identify trends, test hypotheses, and develop evidence‑based recommendations that inform strategic decision‑making and business outcomes.
HR Programs & CoE Partnerships: Acts as a strategic partner to leaders on HR policies, programs, assessing risk and business impact, and partnering with HR Centres of Expertise to deliver integrated, fit‑for‑purpose solutions. Work closely with leaders on HR program delivery and leveraging deep knowledge of divisional talent, while partnering with COEs to anticipate needs and drive business outcomes.
Change Management: Advises and partners with leaders on change management strategies to support enterprise initiatives, restructures, and transformational projects, ensuring alignment between people impacts and business objectives.
HR Leadership: partner as an active and collaborative member of the entire HR organization to advance strategic people discussions and shape divisional people strategies, culture, and workforce planning.
Continuous Improvement: With a continuous improvement mindset, leads and manages interdisciplinary teams/working groups to improve processes and programs as applicable for clients and within HR.
Labour and Employee Relations: Partner with colleagues in Labour Relations to deliver sound advice and counsel, supporting leaders in following the collective agreement, applying consistent and progressive discipline, and engaging in non-WHD investigations as required.